How to design a questionnaire on personnel situation

When planning human resources, the first thing to do is to find out the existing personnel situation. Then, the design of personnel questionnaire will be related to the authenticity and validity of the collected personnel information. The design of personnel questionnaire should be adjusted according to the nature of the enterprise, the information in hand and the information needed. The overall design purpose is to convey the required information to ensure that the collected information can meet the needs of human resource planning. Next, I will introduce a personnel survey for the design of human resources planning projects. The first is the general content design of the department: including the name of the department, job title, job rank, number of people at each rank, and main responsibilities. 1) Position level refers to the level of existing personnel in each position, such as supervisor, manager, director, etc. 2) The number of people in each rank refers to the existing number of people in each rank. For example, there may be many people in some positions, and these people have different ranks, high and low, and supervisor levels. Its work content and ability requirements are different, which need to be truthfully filled out by the heads of various departments. 3) Main responsibilities: refers to the main job responsibilities (including part-time) currently undertaken by existing personnel. In order to facilitate the cultivation of compound talents, some enterprises have part-time jobs, so it is necessary to know the specific situation during the inspection, so as to grasp the corresponding situation of the abilities and responsibilities of personnel in each position, so as to judge the degree of matching between people and posts. The second part is the design of existing human resources, which is the key point. An important step in human resource planning is to understand the degree of job matching, the satisfaction of the number of people and the saturation of workload, but it takes some thought to get the following real ideas. 1) Person-post matching degree: refers to the degree to which the ability of existing post personnel matches the post requirements, which can be designed into four grades: high, medium, medium and low. High: the ability exceeds the post requirements, outstanding, and all the work is done well. It is usually the object of others' study and can play a role of demonstration and guidance to others. Medium: able to meet the job requirements, working in a skilled state, or in good condition, usually performing well; But you can't greatly influence others, but do more work yourself; General: the ability has just reached the post requirements, and the work is in a qualified or general state, that is, the degree to which qualified people can do it; But there will still be shortcomings (or mistakes), and there is still a gap between Excellence and Excellence; Low: unqualified, that is, incompetent and unable to meet the needs of normal work. If the job matching degree is average and low, you need to fill in the reasons for the average and low matching degree. According to your understanding of the enterprise, you can design some reasons, choose more than one, but generally not more than three, otherwise the answer may not be concentrated. The reasons for the low matching degree between people and posts are: 1, high energy and low use; 2, low energy consumption and high use; 3. Professional interests/values do not match the post; 4. There is limited room for job promotion, which affects enthusiasm; 5. Narrow promotion channels affect enthusiasm; 6. Personal contribution is out of proportion to motivation, which affects enthusiasm; 7. others. If other items are selected, please explain. 2) Quantity satisfaction: refers to the satisfaction of existing personnel with the existing job requirements. Generally, there are three options: redundancy, satisfaction and insufficiency. If there is no total labor cost control, there is no department head who does not want to add people to his department. Therefore, if you are not satisfied with the number of selected personnel, you should also explain why the number of existing personnel in the post does not meet the post requirements, which can be considered from the aspects of work ability, attitude, education, age, specialty and workload. 3) Workload saturation: refers to the saturation degree of tasks in existing posts. Generally, four options are designed: severely saturated, saturated, unsaturated and severely unsaturated. If the workload saturation is selected as severe saturation or saturation, it is necessary to explain the reasons for the workload saturation, which can be considered from the aspects of work difficulty, the proportion of work occupied time and workload. In the design of workload saturation options, it is best not to design options with "medium". If you have this option, you will generally choose "moderate". According to people's usual thinking, it is time-consuming and laborious to fill in saturation and severe saturation. If it is unsaturated or seriously unsaturated, how to apply for additional personnel? The purpose of canceling the moderate option is to make people think more rationally and seriously, so as to ensure that the collected information is more real and effective. The third part is the demand design of human resources in the next three to five years. From the specific analysis of the personnel in each position in the department, it is easy to get the human resource demand in the next three to five years. In order to prevent the occurrence of arbitrary dignitaries, the demand explains the requirements for increasing personnel and the reasons for increasing personnel. This reason must be fully reasonable.